HRD Report: ABC Ltd Company Training and Development Strategies

This report provides an in-depth analysis of Human Resource Development (HRD) practices within ABC Ltd, a multinational grocery and merchandise retailer. The report begins with an overview of the company's background, including its market presence, vision, and mission, followed by a PESTLE and SWOT analysis. It then delves into the non-computerized training techniques employed by ABC Ltd, such as performance appraisal, potential appraisal, career planning and development, employee training, social and cultural programs, teamwork initiatives, reward systems, workers' participation in management, grievance mechanisms, and organizational development. The report further examines how these techniques can be combined to maximize trainee learning and enhance employee performance. Finally, it explores the integration of training methods with talent management and analyzes the relationship between HRD implementation and overall training effectiveness, offering valuable insights into the company's approach to employee development and its impact on organizational success.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
QUESTION 1...................................................................................................................................1
1. Background of the organisation..............................................................................................1
2. Non computerised training techniques used in the organisation.............................................2
3. Combination of techniques maximising trainee learning. ......................................................5
QUESTION 2...................................................................................................................................8
1. Methods of Training integrated to talent management...........................................................8
2. Relationship between HRD implementation and training effectiveness...............................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Development consists of training individuals after they are being hired.
Development also provides individuals the chances of learning new skills and methods. Human
resource development is a combined use of training, organisation and career development efforts
which improve individual, group and organisational effectiveness(Kehoe, and Wright, ). HRD
helps an individual in developing key competencies that help in performing the current and
future jobs through planned learning activities. The structure of HRD is interdependent and inter
related. HRD is managed by all mangers at various levels in the organisation. It makes managers
more competent and committed to jobs which also help in improving the team spirit. The
participants become more acceptable towards change and capability to solve problem increases.
The new organisational culture is developed with better and supportive seniors and subordinates,
quality of work increases and also the employees feel motivated.
The report has shown a brief a study about the background of ABC Ltd Company which
is a general merchandise retailer. Further, it includes non-computerised based training techniques
like potential appraisal, performance appraisal, employee training and various other techniques
used by company(Armstrong, & Taylor, (2014)).Report also discusses combination of
techniques that maximise learning of trainee which in result improves efficiency of employees
and increases productivity of the organisation. Further, it includes training methods which are
safe and challenging for employees and help them to learn new skills and methods. Report will
also explain relationship between HRD methods and training effectiveness.
QUESTION 1
1. Background of the organisation
ABC Ltd Company is a multinational grocery and merchandise retailer, headquartered in
Malaysia. They have their business expanded in all over Asia which makes them the seventh
largest retailer in continent. It is also one of the largest food retailers across world. ABC Ltd
Company is also engaged in selling non-food and variety of grocery items. Company has slowly
expanded their market in variety of retail services like insurance, travel agency, telecom,
financial, petrol retailing business and other products. The company focuses more on customers
and employees working with them.

The vision is to be better and bigger retailer worldwide who understands their customers’
needs and provides them with better quality products and services. They are fully engaged in
making creative and innovative products for their consumers(Renwick, Redman, & Maguire,
2013). The mission of ABC Ltd Company is to create value for customers in order to earn their
loyalty. Company also wants to earn a large amount of profit which would be beneficial for both
consumers and shareholders. PESTLE analysis of ABC Ltd Company shows that the
sociological aspect has to be considered by company as immigrants are increasing in the
continent and young youth is growing up. Technological factor has also been the concern of
retail firm. Company is updating new technology and trying to sell the products online.
Company’s SWOT analysis of organisation helps the management in determining
strength and weakness of internal business functions. The establishment also involves in the
management decision and allows feedback from them. Enterprise follows a proper set of policies
and procedures and the plan of action are updated from time to time. ABC Ltd continuously
works on staff training and learning, but company has some weakness like their marketing
efforts are centralised and the customer base is very small. Also, cost of training the employees
and manpower supply is very high(Purce, 2014). Services are delivered through limited
channels. Firm has a huge opportunity to grow by investing more in research and development or
by developing new products and intensifying marketing activities. The various threats faced by
company include high interest rate, high inflation and loss of productivity as well as always
changing technology which result in tools obsolescence.
2. Non computerised training techniques used in the organisation
Performance Appraisal: Performance appraisal is used by ABC Ltd Company to
understand the difficulties of their subordinates. It basically includes the performance review or
annual review of employee’s job performance. ABC Ltd Company provides feedback to their
employees and helps them to improve their skills and abilities to increase effectiveness of work.
The appraisal in company is done through self-assessment, peer assessment or negotiated
appraisal. Employees who have contributed most in company's growth are being rewarded. It
also helps in building a strong relationship in between employees and managers.
Potential Appraisal: ABC Ltd Company uses potential appraisal to identify and evaluate
potential of employees so that they can achieve higher position and responsibilities in
organisational hierarchy. The main purpose of establishment is to inform employees about future
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prospects or to advice worker about the work to be done. The process is forward looking
procedure which is done by self-appraisal, peer appraisal, management games like role playing,
leadership, etc. Organization guides and directs the employees towards achievement of their
predetermine objectives. By this, ABC Ltd. Company is able to know about the strengths and
weaknesses of their employees.
Career Planning and Development: ABC Ltd Company is also engaged in activities
which include planning of career for the employees and their development. The company has
taken various initiatives for career planning of employees which include: Job positioning system- This system in company allows employees to apply for open
positions. Company then responds to announcements and postings on the basis of skill
and knowledge of employees. Mentoring activities- ABC Ltd Company guides and mentors their employees so that they
can know their strengths and weaknesses as well as try to provide results which are
expected from them. Career development workshop- Company also organises career development workshop
so that employees can choose their workshop wisely and will have keen knowledge of the
environment.
 Managers as career counsellors- The managers of ABC Ltd Company also act as a
career counsellor for their employees. They use the past performance as a base to guide
employees in choosing right career path.
Employee Training: The ABC Ltd also provides training to the employees to enhance
their skills and knowledge for a specific job. They coach worker for more complex and higher
level jobs. Also, they provide learning about new and innovative techniques of performing job.
Good training and development program has helped the ABC Ltd company to retained the
employees. The companies' growth is heavily dependent on the trained employees. The various
benefits like wastage of resource is reduced, employees are more committed to the organisation,
higher performance by optimum and effectively utilising the resources, enables the organisation
to face the challenges, earning potential increases and many other benefits which company has
after training of employee.
Social and Cultural Programs: The ABC Ltd also organizes many social and cultural
program in the company to improve social values of employees. This programs increases
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opportunity for social interaction and new relationship development, interaction with people of
different background helps in improving interpersonal skills of employees. Cultural programs
helps employees to realise how to work for a common goal and develops a sense of
responsibility in them. Much health related programs are also organised by establishment which
helps in improving health and fitness of the employees.
Team Work: ABC Ltd focuses on team work as it is essential for better output and
bonding among employees. Tasks are completed at a faster rate when worker perform together
and healthy competition increases among team members. Team work improves the relationship
between employees and members can also gain from each other(Steffen, and et.al., 2015).
Outcome of cooperation is far better as every individual contributes its best. Teams are formed
on the basis of common interest, goals, taste, preference and liking. Work never suffers a back-
seat when employees are working in a team.
Rewards: ABC Ltd follows a reward giving system to those employees who perform
outstanding in their task. The rewards in the company are given on monetary and non monetary
basis, which motivates the employees to perform better and efficiently. This help the
organization to retain the best worker for long term with them and also employer become more
committed towards their work. Monetary rewards of the ABC Ltd organisation involves
providing cash prize to individual who have performed well, non monetary rewards are in the
form of motivating the employees, involving them in decision making, asking for feedbacks,
supporting subordinates, providing free vouchers, holiday with family etc. The rewards has
helped in the growth of the company.
Workers' Participation in Management: ABC Ltd involves open participation of
employees in decision making process of establishment which results in increase productivity of
the firm. It also enhances the relationship between workers and administration, encourages good
communication system at all levels. Employees try to contribute best to the organisation and the
sense of commitment also increases. Management shares information with workers related to
economic condition of plant and machinery, balance sheet, production etc. Administration of
ABC Ltd also ask for feedback relating to establishment or its working. Here the decisions are
also jointly taken by administrative body and employees. Workers participation is promoting
industrial democracy for company.
4

Grievance Mechanism: ABC Ltd allows employees to raise complains they are facing
with management or employer. The problem may relate to how worker have been treated or
uncivilized behaviour of administration. Grievance mechanism exist at all the levels in the
organisation. Resentment can be related to discrimination, victimization or small day to day
work disputes like poor relationship between two employees or disagreement regarding
management working. Grievances process is regularly reviewed for the smooth working of
company.
Organisational Development: ABC Ltd work in order to improve the effectiveness of
establishment through planned approach. Development of organisation is necessary in order to
solve problem that adversely affect working conditions and operational efficiency at all the
levels. This process seeks to improve relationship between individual and administration. Make
organisation better adaptive to environmental change and contributes in creating creative and
innovative solution to company problems. Behavioural pattern like social relation, intergroup
relationship, level of trust and support is also improved in establishment. Conflicts in the
management are also resolved through development of organisation. Employee monitor their
own performance, goals and take corrective actions whenever required, responsible and
accountable for their work and goals. Management also provides guidance and assistance to
workers, helps them in improving productivity of establishment and growth of self, provides
feedback on performance and taking corrective action.
3. Combination of techniques maximising trainee learning.
This heading describes the number or combination of techniques appropriate for
particular situation which maximises trainee learning.
Performance and Potential Appraisal: These appraisals are done by ABC Ltd in a
situation where employees are unable to analyse job related performance and otcomes over a pre
determined period. Such analysis helps the administration in identifying the ways and methods of
improving the employee performance for the next period, decision making skills are also
improved. Appraisal is require where workers are unable to see their strenght and weakness. This
procedure is successful in company beacuse of trust and confidence of employee’s over the
management, empathetic attitude of employer towards workers, open participation by
subordinates(Al Ariss, Cascio, and Paauwe, 2014). Performance appraisal in company is
5

periodic takes place on quarterly, half yearly and annual basis. Also helpful in situation where
workers are unknown to role and position in enterprise. Management can easily decide by using
these techniques about rewards like monetary or non monetary, promotions and transfers of
employees and can monitor the success of organisation recruitment and induction
practices(Career Planning Definition, Features, Objectives and Benefits. 2018)). Overcoming all
these situations encourage the employees to do good work which directly results in increase in
profit, productivity, effeciency,and growth of enterprise
Career Planning and Development: ABC Ltd use these techniques in situation where
the individual have no self career awareness. This process is followed by knowing strength and
weakness of employees to check the various areas of exploring the career. Based on employees
strenghth suitable job position is choosed and then employee is made aware. Career objective for
individual are set and based on this objective development structure is prepared. Career
counselling helps the individual to understand himself and take better decision for self. Workers
develop skills to cope up with the situation and bring out alternative solution to the problem.
Workers' Participation in Management: ABC Ltd use this technique in situation to
improve employers and employees relationship for the existance of harmonious industrial
relation so as to reduce the chances of misunderstanding between management and workers .
Enterprise is growing and the face to face communication between the administration and
employees are rare, the absence of which leds to misunderstanding or industrial dispute which
can result in great social and economic loss, the only solution participation of workers in
management which brings employees and employers close to each other and interests both. The
success of enterprise depends on cordial industrial relationship(Alfes, Shantz, Truss, and Soane,
2013). Workers attitude should also be positive in these situation as positive attitude will bring
maximum success to the organisation. Employees feel fully involved in the enterprise,develops a
sense of belonginess towards organisation, however participation of employee in ABC Ltd do
not mean that workers are involve in all the decision making,some decision are taken by
management at their own. The participation evolves a sense of responsibility in workers, they
feel motivated and appreciated which also make them retain in organisation for long term. The
company after involving employees have faced a tremendous success because of efforts of both
management and workers.
6

Team Work and Social Programmes: ABC Ltd use these techniques in situation
where they want to effeciency and productivity of employees. Team work allows workers to
share their work with the peer or colleagues which reduces the pressure on individual and hence
making them more effecient. Informal converrsation which are included while performing a task
improves the understanfing between employees and management which results in increased
productivity of firm. Many problems of the enterprise are also resoved while working in the team
Cultural and social programs unite the employees of ABC company which are of different
backgrounds and also promotes healthy relationship between them. All the employees are able
to come on a common platform making them more effecient.
Rewards: Rewards are given by ABC Ltd in a situation where they want to motivate
employees to perform well. As the worker who has been rewarded is often more motivated to
remain with enterprise. Rewards given to individuals who are going to leave the organisation
may increase employee retention. Reward management has resulted in reduce absentism of
employees,which in turn has increased the productivity of grocery retail store. Enterprise has
successfully gain loyalty of employees by providing them rewards. Motivated workers are
committed to establishment and reward has boost their morale. Employees are focused and are
able to achieve their goals, targets more easily. Corporate culture is also being influenced by the
workers reward as employees give their seniors innovative ideas and solutions. Organisation has
gained many benefits like increased motivation, improved morale, loyalty, reduce absentism,
retention of workers, high productivity by providing rewards to employees.
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QUESTION 2
1. Methods of Training integrated to talent management
The study is based on experiential method of training that is realistic, for business
environment that is both challanging and psychologically safe for the participants to investigate
and to employ new concepts, skills and behavior. For organisational growth and future success
the top priority of ABC Ltd company is talent management. However, building global business
climate, managing talent is a crucial function for enterprise. ABC Ltd has termed talent
management as the most important corporate strategy as it helps in improving wokring efficiency
of employees.
Article 1: Learning and development: A key component of an integrated talent
management framework.
This article focused evaluating impotance of learning and development for improving
performance by integrating talent management framework. The model consist of seven talent
elements which includes competency management, workforce planning, talent acquistion,
performance management, learning and development, leadership building, succession
management. In addtion Dries, 2014, (Learning and Development: A Key Component of an
Integrated Talent Management Framework 2013)has discussed about talent management system
includes additional elements like governance, external influencers, strategic alignment,
organisational climate and technology. Building talent in the organisation compel revolutionary
thinking to accomodate changing environment, demographics and talent diversity. In accordance
with talent management techniques, ABC Ltd focuses on learning and development which is
timeless and invaluable resource for building employees skill, increasing their motivation and
contributing to productivity and growth.
Organisation focuses on training employees in order to improve employees knowledge,
skill and attitude to hone their ability to perform efficiently. Further, training and development
helps workers in preparing for future responsibilities. They can acquire knowledge and skill in
context of organisational goals by discovery new theories via tools and mechanism the enterprise
have made available to learners.
As per thh article, it can be said that learning and Development in ABC Ltd. Company
rests on six leading elements which includes business strategy is linked to development, building
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of organisational competencies, creates a culture of innovation, creativity and agility, leverages
social media tools and mechanism, driven by senior managers, impact on business results.
The focus of ABC Ltd is on atatining competitve goals which are achieved through the
practice of learning and development. Goals may include increase in growth and productivity of
enterprise, enhancing employees engagement, retaining workers, decreased gap in skill areas,
increase in revenue and other talent management. Learning goals are achieved by development
activities like professional development, learning goals, need analysis, content and performance
support tools, design and delivery. L&D leaders meets regularly with managers and other
business employers to identify the business outcomes that are expected from learning experience
and interventions.
Article 2: Talent management: Hiring and developing engaged employees
Talent management in ABC LTD organisation includes intentional work design,
leadership development and employee engagement which is growing trend in world both
domestically and internationally. Christensen, Hughes and Rog, 2008, has stated about talent
management and its different ways which are effective for human resource development concept
might be applicable. Managing talent is viewed as overarching trend encompassing both LD and
employee engagement. Talent is collective knowledege, skills, abilities, experience, values,
habits and behaviour of worker that is brought to organisations mission.
ABC Ltd. Company identifies need and demand of employees and defines their strategic
roles within organisation. Talent management is also related to succession planning. One of the
reason ABC ltd invests in talent management solution to make informative data driven who can
align their talent with business objectives. Practices are also alignes with enterprise vision and
mission which includes identification and management of talented workers who are currently
working with company.
Leaders are developed in ABC Ltd company through talent management. Attributes
associated with leadership are self awareness, self regulation, motivation, intelligence, empathy,
toughness, determination, vision and social skill. Enterprise also organises leadership
development program which includes national and international workshop, seminars, and viewed
as a method to enable substantive culture and renewed commitement to organisation. Enhancing
leadership opportunities help employees to realise their leadership potential.
Article 3: Talent management: A training strategy
9

Talent management in ABC Ltd consist of process like performance management,
succession planning, leadership development and recruitment. These processes rely on
employees life cycle from recruiting to establishing goals, from current performance to career
development. Talent management shows that the learning and development is foundation for all
these processes.
Learning and development in ABC company focuses on many areas which includes
developing competency model for talent management. Organisation has four tier competencies.
Recruiters and staffing analyst use competencies which are common to all the employees in their
recruting and evaluation process. Experience is also used by managers to build training programs
and interventions.
Company is also engaged in developing strategic development program which focuses on
talent-driven learning(Al Ariss, Cascio, and Paauwe, 2014). These programs are usually
complex and long lasting. Leadership development is highest priority for talent driven growth.
Organisation has also adopted informal or on demand learning which includes e-learning,
informal learning, and online learning. Informal learning data is organised in company which
help employees in achieving pre determine objectives.
Company is also engage in providing coaching, lectures, simulation to employees that
impact all workers at every level in organisation. Creates value to employees who are seeking
for better job position in enterprise. Organisation by focusing on managing talent, improving
leadership, and enhancing employee engagement are able to create more focused recruting
capabilities.
Experiential method of training
This heading explains the experiental methods of training that is realistic, in an
environment that is both challanging and psychologically safe for the participants to investigate
and to employ new concepts, skills and behavior. Experiental learning mainly focuses on
individual learning (Bakker, and Demerouti, 2014). It means placing a trainee in a relevant
context, roleplaying any particular situation or going through a difficult conversation while
understanding what works and what cannot in an organisation.
On the job training: This method includes training of employees where they are placed
on a specific job and taught skills and knowledge to perform it. Accorindg to ABC Ltd company
10

this method is very flexible and less expensive and very less arrangements for training are
required in this method.
Coaching: This includes partnering with clients in thought provoking creative process
which inspires them to maximise their personal and professional potential. It helps in building
relationship between employees and coach9(Experiential training methods and activities break.
away from the boring, traditional way to learn…even in a corporate environmen 2017). Mentors
also provides feedback to the trainee and sometimes the leraners are also involve in decision
making process. Coaching of employees is related to goals assigned to them.
Job Rotation: ABC Ltd also uses job rotation method training which involves movement
of employees from one job to another to gain knowledge and skills. This process improves the
knowledge, skill, behaviour and techniques of employees It also helps trainee to understand the
problem of other empployee. This gives employees to perform better in the task assign and helps
them to achieve their objective(Malik, 2013). Job rotation is also beneficial to organisation in
terms of productivity and also helps in reducing absentism. It is also practised for individual
worker health benefit.
Simulation: In this method an imaginary situation is created by ABC Ltd company and
employees are asked to act on it. For eg assuming the role of managers and solving problems
related to task of managers, coming out of more creative and innovative techniques.
Lectures: Lectures are provided by senior managers of ABC Ltd company. This is a
classroom based teaching. Employees get a huge amount of information by listening to lectures
relating to their job which increases their knowldege and skill in short amount of time. Company
try to make lecture effective by using new technology or making trainee understand by the use of
projectors or using visual image etc.
Role Play: Role playing is changing of individual behaviour to assume a role to fulfill a
social role. ABC Ltd company prepares employees for a future performance and to improve their
abilities within role. It can take place between two people simulating an issue which could arise
in workplace(Bakker, and Demerouti, 2014)). This could happen with a group of people divided
in pairs, groups or two people playing role in front of whole classroom. Role playing is more
effective by connecting theory and practises. Also, when workers work in team an understanding
is also developed in between them.
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Management Games: These games involves real life isssue faced by ABC Ltd company.
It attracts all the type of trainees including active, practical and reflective employees. The games
include computer simulation of business situation that employees play, management board
games that simulate a business situation, games which impreoves thoughts and techniques of
managers an allows them to come up with creative ways to solve the problem, implement or
create innovative ideas. These games helps company to improve the effeciency and productivity
of employees which directly results in improved growth of organisation.
Case Study: This is the most used tool by ABC Ltd.company for developing
interpersonal, decision making and analytical skills within employees. Installation of this tool is
very cheap for organisation and also improve problem solving skills within individuals.
Generally company discusses one or two case study per year. This method can help in building
strong sense of team work among employees, so that they can struggle together and make sense
of case.
2. Relationship between HRD implementation and training effectiveness.
Organisations follow an extensive training programs which covers all the aspects of
technical and soft skills. HRD implementation requires a lot of personalised skills and
knowledge, for this trainings are conducted in such a way that workers get a mandatory number
of hours training every quarter or every year. This process is done to ensure that trainees enable
to perform their job duties to their potential (Martin, McNally, and Kay, M. J 2014). Training
programs should be implemented according to training needs and these needs should be
evaluated for assessing their effectiveness. Programs are conducted by senior managers which
are according to needs of enterprise. Evaluation of the effectiveness are done on the basis of how
employees absorb lessons and improve learning skills.
Training of employees helpd in optimum utilisation of resources which helps in
increasing productivity of workers. Company needs to identify training and development needs.
Training can be given to employees on the job or off the job. Based on the articles various
training methods can be used to improve knowledge and skills of employees.
Job rotation method involves movement of employees through variety of positions within
organisation(Martin, McNally, and Kay, 2013)). This method has multiple advantages like
employee motivation and retention. It motivates employees to perform key roles and develops
high potential in workers. They retain talent by providing various opportunities as if the talented
12

employee doesn't see any type of growth opportunity or kept in same position for too long makes
them leave organisation early. Rotating employees creates more challenges and makes them
adaptable to changing environment.
Job rotation improves skills and increases organisation capacities as they expose
employees to different functional areas of business. Employees learn more about building
relationship with consumer, understanding their needs and demands. They get a full picture of
how business works and what are its demand. Job rotation also builds workers network which
help trainees to become a successful leader. Workers learn differrent patterns and working style
and culture within each area which encourages collaberation(Armstrong and Taylor, 2014). It
develops cross functtional capabilities which means if any one leaves ABC Ltd.company
suddenly or gets sick, organisation can call upon deep bench of talent who are capable of filling
different functional areas.Success of job rotation can be measured by how employees learnt from
the previous job position and measuring increase in productivity and efficiency of workers.
Management games includes artificial environment which stimulates real situation in
management of organisation.These games are less expensive and more flexible as workers enjoy
doing activities which are game based. Games also enhance motivation in workers as it makes
training more interesting. Every individual likes to play and have fun, even more when they
learn skills at the same time and moreover workers will want to win in training and have best
result they can.
Adding rewards to training will make it more effective and even more simple to
understand game (MacArthur and et.al.,2014). For example reward trainee with small gifts if
they win which will increase the desire of individuals to win.
Role play is a technique in which workers act out situation in guidance of a trainer.It is a
social acitvity as employees interact within the scenarios they are given which encourages
workers to come together to find solution to problems and to know how their peer thinks. Role
playing session have a communal atmosphere which motivates employees to give feedback on
effectiveness of training session and how their peers are performing.
Role play also prepares workers for real life situation and they recieves feedback on how
they performed. Workers can discuss ways to resolve situation and leaves them with as much
information as possible, resulting in more better handling of similar real life situations. It also
improves skill level of individual as when an employee participate in a role playing scenario,
13

they demonstrate the way they would actually handle situation. Role playing focuses on much of
hypothetical nature of training to be removed so that manager of session can see how staff reacts
and can make notes on each employees competence level.
Role play is also used as a behavioural pre training assessment or diagnostic to assess
where a trainee is in terms of knowledge and skills as trainer can observe real behaviour. So
learners in ABC Ltd company can get an opportunity to work in safe working conditions and can
learn actual skills until develops mastery in them. Role play involves both emotional and
cognitive ways which can be used to understand people better.
CONCLUSION
Report shows a brief on background of ABC Ltd company who is a multinational grocery
and merchandise retailer. Report features vision and mission of organisation. Also, report has
briefly described strenghth and weaknesses of company and kept a focus on opportunities which
enterprise is thriving for. Further report has discussed non computerised training techniques
which ABC Ltd has incorporated in their system. Techniques includes performance and potential
appraisal, workers participation in management, rewards, team work, social and cultural program
,grievance mechanism and organisational development which has helped enterprise to increase
efficiency of employees.
Report also shows combination of techniques which maximise trainee learning which
includes combination of appraisals like performance and potential, team work and culture of
organisation(Alfes, and et.al.,2013). Further it includes articles related to methods of training
integrated with talent management. Experential methods which focuses on developing new
skills, habits and methods of employees is also been discussed in report. Method which ABC Ltd
follows are job rotation, on the job training, case study method, role play, simulation,
management games. Further it showsd the relationship between HRD implementation and
training effectiveness, which also includes variables which are required to increase productivity
of company. Variables such as job rotation, management game and role play a crucial role for
development of organisation and resulted in growth of organisation.
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